After Marston developed the theory of Emotions of Normal People different assessment tools began to emerge based on his concepts.These tools were developed with a focus on the advantages and benefits that this methodology provided both in the military field and the workplace.
The tools that emerged in that very beginning are the”complete” tools, also known as “pure” tools because they contain all the indicators and are a based on the original model, they do not reduce or simplify Martson’smodel(e.g. PDA).
The tool has shown its huge contribution in terms of quantity and quality of information since its initial applications.
However, the mathematical process carried out by the Analyst since the assessed individual completed the form until the results were obtained was operatively very slow and complex to interpret: it took the Analyst about two hours since the assessed person completed the form until he/she came to the results.

In the late 60s, Dr. John Greierfromthe University of Minnesota, conducted research on Marston’smodeland made amendments with the purpose of simplifying the mathematical process carried out once the form was completed until obtaining results. His studies focused on simplifying the mathematical process to makes the tool simpler and applicable. Thus, the model is nowadays known in the market as DiSC or Cleaver was born. This is just a simplification or synthesis of Martston’scomplete Marston, which determines the”pure” tools.

The change brought by Greier was the”modification of the form”.
This change shortened the time between the completion of the form and the interpretation of its results. However, a lot of extremely valuable information for interpreting the results was lost. For example:
•Axis Intensity: Measures the intensity of each of theBehaviouralTrends.
•Profile Intensity: Measures how committed the assessed person is to his/her own behavioral style. It helps to know the person’s level of flexibility/rigidity.
•Energy Level: It is the amount of energy available. It helps determine the person’s motivation and stress levels.
•Consistency Indicator: Measures the consistency level and quality of the information.
•Self-control Axis: This is the fifth Axis and it measures the ability of individuals to control their impulses and emotions. This is strongly associated with “Emotional Intelligence”.
Since the 90s, HR employees could count with a PC on their desks, Internet access and the ability to systematize the“form upload” process and release of automatic graphics and reports. This has shown the benefits offered by”complete” & “pure” tools, such as thePDA, over the simplifications provided by the Cleaver model(DiSC).

PDA

4 AXES
AXIS OF SELF-CONTROL
INTEGRATION OF AXES
ENERGY LEVEL INDICATOR
ENERGY BALANCE INDICATOR DECISION
MAKING STYLE
PROFILE MODIFICATION (PM)
CHANGES FROM NATURAL TO ROLE PROFILE
AXIS INTENSITY INDICATOR
PROFILE INTENSITY INDICATOR
FORM TIME INDICATOR
CONSISTENCY INDICATOR OF INFORMATION

DISC

4 AXES
AXIS OF SELF-CONTROL
INTEGRATION OF AXES
ENERGY LEVEL INDICATOR
ENERGY BALANCE INDICATOR DECISION
MAKING STYLE
PROFILE MODIFICATION (PM)
CHANGES FROM NATURAL TO ROLE PROFILE
AXIS INTENSITY INDICATOR
PROFILE INTENSITY INDICATOR
FORM TIME INDICATOR
CONSISTENCY INDICATOR OF INFORMATION

PDA or DISC INfOGRAPh